What is whistleblowing?
A route for raising serious concerns about illegal or improper conduct.
Vineyard25 is committed to being open, honest and accountable. We actively encourage a free and open culture in dealings between members of the congregation, volunteers, staff, trustees and workers. Tackling problems is important to the health and well-being of the church and to achieving its charitable aims.
This policy is written in the context of the Public Interest Disclosure Act 1998 and other legislation which protects employees and workers who ‘blow the whistle’ on malpractice within their organisation.
It provides a framework for serious allegations about standards, conduct, financial irregularity or possible unlawful action, while seeking to protect those who raise concerns in the reasonable belief that doing so is in the public interest.
Which process should I use?
Whistleblowing does not replace other Vineyard25 policies and procedures.
A complaint about your experience
Use the complaints process.
If your concern is about a service, ministry, person or your dealings with Vineyard25 rather than serious wrongdoing, the complaints process is normally the right route.
A safeguarding concern
Use the safeguarding process.
If the concern is about the safety or welfare of a child, young person or adult at risk, follow the safeguarding process.
Serious wrongdoing
Use this whistleblowing policy.
This route is for serious concerns about illegal, improper or unethical conduct where you reasonably believe raising the concern is in the public interest.
Who this policy applies to
This policy applies to everyone who works for or volunteers at Vineyard25.
This includes employees, workers, office holders, volunteers, interns and contractors.
It does not replace other Vineyard25 policies or procedures. Employment grievances or concerns about working relationships should normally be raised through the relevant Staff Handbook procedure. Concerns may also be raised with the Senior Pastors, Trustees, Vineyard Churches UK & Ireland or, where appropriate, through the Charity Commission’s whistleblowing process.
This includes employees, workers, office holders, volunteers, interns and contractors.
It does not replace other Vineyard25 policies or procedures. Employment grievances or concerns about working relationships should normally be raised through the relevant Staff Handbook procedure. Concerns may also be raised with the Senior Pastors, Trustees, Vineyard Churches UK & Ireland or, where appropriate, through the Charity Commission’s whistleblowing process.
How to report a concern
Please raise the concern preferably in writing.
Reporting an allegation should be made in the first instance to the Senior Pastors, Debbie or Nino Moscardini. If the concern relates to them, contact the Vineyard25 Trustees.
Vineyard25 recognises that deciding to make an allegation can be difficult. Whistleblowers who make serious allegations in the reasonable belief that doing so is in the public interest should have nothing to fear.
Vineyard25 will take appropriate action to protect a whistleblower from reprisals, harassment or victimisation.
Confidentiality
We will treat allegations in confidence as far as the process allows.
All allegations will be treated in confidence and every effort will be made not to reveal a whistleblower’s identity unless the whistleblower requests otherwise. If the matter is subsequently dealt with through another Vineyard25 procedure, the relevant confidentiality arrangements will apply.
If the allegation results in court proceedings, the whistleblower may have to give evidence in open court if the case is to be successful.
Vineyard25 will not, without the whistleblower’s consent, disclose their identity to anyone other than a person involved in the investigation or allegation.